Question 1

Probably the best selection tool for determining whether a given sales job will furnish an applicant with the success and satisfaction he or she wants is a:

Accepted Answer

A) Check with former employers. 
B) Series of personal interviews. 
C) Some kind of application blank. 
D) Credit check. 
E) Battery of tests. 
A) Check with former employers. 
B) Series of personal interviews. 
C) Some kind of application blank. 
D) Credit check. 
E) Battery of tests.

Question 2

Selection tools such as application blanks,interviews,and reference checks:

Accepted Answer

A) Are very useful in building a job description. 
B) Are used heavily in the recruiting stage of the selection process. 
C) Are used to help measure each applicant against predetermined hiring qualifications. 
D) Can be bypassed by sales managers who are good at judging people. 
E) None of these is true. 
A) Are very useful in building a job description. 
B) Are used heavily in the recruiting stage of the selection process. 
C) Are used to help measure each applicant against predetermined hiring qualifications. 
D) Can be bypassed by sales managers who are good at judging people. 
E) None of these is true.

Question 3

The main reason to give recruits information about the company even before hiring them is that they can share the information with friends who might be interested in the job.

Accepted Answer

A) True 
 B)False

Question 4

In the selection process,ordinarily it is a mistake to use psychological tests as the sole deciding "knockout" factor.

Accepted Answer

A) True 
 B)False

Question 5

When selecting salespeople,which of the following qualifications can be determined most easily by an application blank?

Accepted Answer

A) Aptitude and personality for selling. 
B) How badly the applicant needs the job. 
C) Whether the job fits in with the applicant's self-concept. 
D) Membership in organizations,and other environmental qualifications. 
E) What are the applicant's goals in life? 
A) Aptitude and personality for selling. 
B) How badly the applicant needs the job. 
C) Whether the job fits in with the applicant's self-concept. 
D) Membership in organizations,and other environmental qualifications. 
E) What are the applicant's goals in life?

Question 6

When hiring salespeople,a personal interview with the applicants is the tool most likely used to determine:

Accepted Answer

A) The applicant's physical condition. 
B) The applicant's educational record. 
C) What the applicants perceive to be their goals in life. 
D) What former employers think of the applicant. 
E) A chronological record of jobs held by the person. 
A) The applicant's physical condition. 
B) The applicant's educational record. 
C) What the applicants perceive to be their goals in life. 
D) What former employers think of the applicant. 
E) A chronological record of jobs held by the person.

Question 7

A company's indoctrination of a new salesperson should begin:

Accepted Answer

A) When that person first makes contact with the company - even before being hired. 
B) During the second interview. 
C) At the time the person is hired. 
D) When the new representative first reports to work. 
E) At the beginning of the induction training program. 
A) When that person first makes contact with the company - even before being hired. 
B) During the second interview. 
C) At the time the person is hired. 
D) When the new representative first reports to work. 
E) At the beginning of the induction training program.

Question 8

Which of the following is likely to be the most significant social and psychological shock facing a newly-hired sales rep?

Accepted Answer

A) Moving the family to a new community some distance from their previous home. 
B) Finding out how the company sets its sales quotas. 
C) Learning that his new office is an inside office with no windows. 
D) Being told that the company-furnished car is not as roomy as his present family car. 
E) Normally none of these will bother a new rep. 
A) Moving the family to a new community some distance from their previous home. 
B) Finding out how the company sets its sales quotas. 
C) Learning that his new office is an inside office with no windows. 
D) Being told that the company-furnished car is not as roomy as his present family car. 
E) Normally none of these will bother a new rep.

Question 9

Probably the best selection tool for determining whether a given sales job will fit in with an applicant's self-image is a:

Accepted Answer

A) Long application blank. 
B) Reference check. 
C) Series of personal interviews. 
D) Group of psychological tests. 
E) Weighted application blank. 
A) Long application blank. 
B) Reference check. 
C) Series of personal interviews. 
D) Group of psychological tests. 
E) Weighted application blank.

Question 10

With regard to the types of interviews:

Accepted Answer

A) Behavior-based interviews are best at predicting sales success. 
B) Situation-based interviews pose questions about behaviors in future situations. 
C) Behavior and situation based interviews are highly unstructured. 
D) Performance based interviews are interviews conducted by senior salespeople in the field. 
E) None of these is correct. 
A) Behavior-based interviews are best at predicting sales success. 
B) Situation-based interviews pose questions about behaviors in future situations. 
C) Behavior and situation based interviews are highly unstructured. 
D) Performance based interviews are interviews conducted by senior salespeople in the field. 
E) None of these is correct.

Question 11

When making a reference check,the key question which a sales manager should ask an applicant's former employer is:

Accepted Answer

A) Was he (or she)a good worker?. 
B) Did he (or she)cause any problems in your firm? 
C) Was he (or she)well liked by fellow workers? 
D) Was he (or she)a good worker? 
E) Would you rehire him (or her)? 
A) Was he (or she)a good worker?. 
B) Did he (or she)cause any problems in your firm? 
C) Was he (or she)well liked by fellow workers? 
D) Was he (or she)a good worker? 
E) Would you rehire him (or her)?

Question 12

Which of the following is illegal to ask in the selection process?

Accepted Answer

A) Why the applicant wants the job. 
B) What languages the applicant speaks. 
C) Whether the applicant has ever been arrested. 
D) Why the applicant left his/her last job. 
E) None of these are illegal to ask. 
A) Why the applicant wants the job. 
B) What languages the applicant speaks. 
C) Whether the applicant has ever been arrested. 
D) Why the applicant left his/her last job. 
E) None of these are illegal to ask.

Question 13

In general,managers should make selections decisions based on "gut" feelings.

Accepted Answer

A) True 
 B)False

Question 14

In the interviewing process,ordinarily a company should not rely on only one interview as the basis for selecting a salesperson.

Accepted Answer

A) True 
 B)False

Question 15

The process of selecting salespeople:

Accepted Answer

A) Essentially is an exercise in "screening." 
B) Should not involve subjective executive judgement. 
C) Should discourage the use of interviewing. 
D) Should use only low-cost selection tools. 
E) Should avoid the use of psychological tests. 
A) Essentially is an exercise in "screening." 
B) Should not involve subjective executive judgement. 
C) Should discourage the use of interviewing. 
D) Should use only low-cost selection tools. 
E) Should avoid the use of psychological tests.

Question 16

Which of the following actions should not be considered in making a job offer?

Accepted Answer

A) Who will make the offer? 
B) How will the offer be made? 
C) Will a contract be offered? 
D) The gender of the recruit. 
E) None of these. 
A) Who will make the offer? 
B) How will the offer be made? 
C) Will a contract be offered? 
D) The gender of the recruit. 
E) None of these.

Question 17

In the sales selection process,it is illegal to ask questions about an applicant's age,marital status,or ethnic background.

Accepted Answer

A) True 
 B)False

Question 18

With regard to selection tools,

Accepted Answer

A) It is not advisable to use more than two. 
B) Increases in comprehensiveness are related to increases in productivity. 
C) If you recruit the proper people,then minimal use of selection tools is advised. 
D) The most costly tool should be used first. 
E) None of these are correct. 
A) It is not advisable to use more than two. 
B) Increases in comprehensiveness are related to increases in productivity. 
C) If you recruit the proper people,then minimal use of selection tools is advised. 
D) The most costly tool should be used first. 
E) None of these are correct.

Question 19

As more and more families have dual careers,businesses are careful to select only those individuals whose spouse is already employed;this frees the firm from needing to help spouses find employment.

Accepted Answer

A) True 
 B)False

Question 20

The best way to overcome the common weaknesses in interviewing is to:

Accepted Answer

A) Use informal,non-structured interviews. 
B) Rely more on guided interviews. 
C) Rely more on psychological tests. 
D) Let one good interviewer do all the interviewing. 
E) Use non-directed interviews. 
A) Use informal,non-structured interviews. 
B) Rely more on guided interviews. 
C) Rely more on psychological tests. 
D) Let one good interviewer do all the interviewing. 
E) Use non-directed interviews.

Probably the best selection tool for determining whether a given sales job will furnish an applicant with the success and satisfaction he or she wants is a:

Selection tools such as application blanks,interviews,and reference checks:

The main reason to give recruits information about the company even before hiring them is that they can share the information with friends who might be interested in the job.

In the selection process,ordinarily it is a mistake to use psychological tests as the sole deciding "knockout" factor.

When selecting salespeople,which of the following qualifications can be determined most easily by an application blank?

When hiring salespeople,a personal interview with the applicants is the tool most likely used to determine:

A company's indoctrination of a new salesperson should begin:

Which of the following is likely to be the most significant social and psychological shock facing a newly-hired sales rep?

Probably the best selection tool for determining whether a given sales job will fit in with an applicant's self-image is a:

With regard to the types of interviews:

When making a reference check,the key question which a sales manager should ask an applicant's former employer is:

Which of the following is illegal to ask in the selection process?

In general,managers should make selections decisions based on "gut" feelings.

In the interviewing process,ordinarily a company should not rely on only one interview as the basis for selecting a salesperson.

The process of selecting salespeople:

Which of the following actions should not be considered in making a job offer?

In the sales selection process,it is illegal to ask questions about an applicant's age,marital status,or ethnic background.

With regard to selection tools,

As more and more families have dual careers,businesses are careful to select only those individuals whose spouse is already employed;this frees the firm from needing to help spouses find employment.

The best way to overcome the common weaknesses in interviewing is to:

The Field of Sales Force Management

Strategic Sales Force Management

Personal Selling Process

Sales Force Organization

Profiling and Recruiting Salespeople

Developing, Delivering, and Reinforcing a Sales Training Program

Motivating a Sales Force

Sales Force Compensation

Sales Force Quotas Expenses

Leadership of a Sales Force

Sales Forecasting and Developing Budgets

Sales Territories

Analysis of Sales Volume

Marketing Cost and Profitability Analysis

Evaluating a Salespersons Performance

Ethical and Legal Responsibilities of Sales Managers

Filters

Exam 6: Selecting and Hiring Applicants

Probably the best selection tool for determining whether a given sales job will furnish an applicant with the success and satisfaction he or she wants is a:

Selection tools such as application blanks,interviews,and reference checks:

The main reason to give recruits information about the company even before hiring them is that they can share the information with friends who might be interested in the job.

In the selection process,ordinarily it is a mistake to use psychological tests as the sole deciding "knockout" factor.

When selecting salespeople,which of the following qualifications can be determined most easily by an application blank?

When hiring salespeople,a personal interview with the applicants is the tool most likely used to determine:

A company's indoctrination of a new salesperson should begin:

Which of the following is likely to be the most significant social and psychological shock facing a newly-hired sales rep?

Probably the best selection tool for determining whether a given sales job will fit in with an applicant's self-image is a:

With regard to the types of interviews:

When making a reference check,the key question which a sales manager should ask an applicant's former employer is:

Which of the following is illegal to ask in the selection process?

In general,managers should make selections decisions based on "gut" feelings.

In the interviewing process,ordinarily a company should not rely on only one interview as the basis for selecting a salesperson.

The process of selecting salespeople:

Which of the following actions should not be considered in making a job offer?

In the sales selection process,it is illegal to ask questions about an applicant's age,marital status,or ethnic background.

With regard to selection tools,

As more and more families have dual careers,businesses are careful to select only those individuals whose spouse is already employed;this frees the firm from needing to help spouses find employment.

The best way to overcome the common weaknesses in interviewing is to:

The Field of Sales Force Management

Strategic Sales Force Management

Personal Selling Process

Sales Force Organization

Profiling and Recruiting Salespeople

Developing, Delivering, and Reinforcing a Sales Training Program

Motivating a Sales Force

Sales Force Compensation

Sales Force Quotas Expenses

Leadership of a Sales Force

Sales Forecasting and Developing Budgets

Sales Territories

Analysis of Sales Volume

Marketing Cost and Profitability Analysis

Evaluating a Salespersons Performance

Ethical and Legal Responsibilities of Sales Managers

Filters